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Managers are often promoted because they were good at being individual contributors.
If they do not "let go" of being an expert, they can become micromanagers. The kind of leader that no one wants to work for because they don't seem to trust their employees.
Micromanagers delegate the task but check on the details and get in the way with "the right way" to do it.
Micromanagers can learn to trust their employees by clearly stating the outcomes and measures of success and then letting the employees make their own decisions on how to achieve those outcomes. There may be mistakes along the way, but that is one way employees learn.
Great managers let go of the details and trust their employees. Micromanagers can learn to trust, it takes clarity and practice.
Think you might be a micromanager? Do you have difficulty letting your team decide on the steps to reach the outcomes?
Want to move up to being a strategic leader? Want to think strategically instead of on the details? Contact me Valerie.MacLeod@HainesCentre.com
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